Union or Management Case
A labor union is that body that is legally constituted to push for the rights of employees. This is usually based on several demands. Some of them include, the employees’ goals and desires, the expected pay level and probably the amount of time that employees take while at work. The paper will therefore talk about the question of labor relations. Chapter 11 itself talks about issues to deal with company employees. This ranged from collective creditor’s enforcement to collective bargaining for the rights and place of employees within the corporate world. This particular chapter goes to the depths of looking into labor force restructuring.
Other comprise, redundancies, plant recollection and downsizing. More importantly, unions are mandated to make sure that none of these go unmet and unpaid as claimed by both management and sometimes the government. Following these, several unions were created both at present and in the past. They have seen the employment world through allot of challenges. They have reshaped the way employees treat workers and how they are rewarded. This also involves the quality and safety of working tools that are provided for talks to completed. However, companies and organizations also have benefits from the chapter. Some of which include relocation to and from foreign countries with the aim of being recognized. They do so with much confidence because they are looking for cheaper prices and specifically chapter 11 indicates is possible. Collective bargaining is one of the major issues that a union is mandated to do. This process can be understood in the context of negotiations. Here, both management and the union come together and talk about terns of the employment, most of which affect the operations of the workers. The article therefore analyses the agreement between the general manufacturing and local.
The article will begin and concentrate on the following from chapter 11 of the textbook. Management preparation. Here, various subtopics will be looked into: negotiation objectives and the bargaining team, reviewing the expiring contract, preparing data for negotiations and identification of probable union demands. These will however be viewed from the union’s point of view. First, management preparation entails coming into terms with the company in place of employees and pushing for various important interest that would not leave the company paralyzed. This is where both the management and the unions benefit. Therefore, negotiations are equally important. The first stage of management preparation falls under negotiation objective and bargaining team. The agreement between the union and workers is one that cannot be done by an individual. Instead, a union is formed. It is this body that is usually mandated to carry out all these functions. Formal and viable negotiations have always been the hallmark of every unions success.
From the textbook, we find that labor relations are not as simple as it may seem. It is one thing that holds together the patience, anger and hostility of the workers who turn out to be the majority. Negotiation objectives such as arriving at a consensus within specified amount of time and that the targeted amount of pay reached. Historical labor unions have experienced several challenges from both the government and companies. Some of which include lockdown of workers from company premises. When this happens, workers suffer both financially and professionally. This is when their occupation comes to a standstill whereby they cannot gather more experience and craftsmanship as usual. They have to find other ways of dealing with the issue. Here, the company loses a little while the union continues to advocated for employee rights. Such freedom that companies use to decline proposals from unions ought to be removed. One reason why it should be scrapped off is that the most vulnerable party is sidelined and ignored (Trotter,1). There should be a better procedure that would see to it that both the company and the employees at least get some financial flow while negations are underway.
The bargaining team is solely the union. There have existed historical unions, some of which fought well while others were overpowered by the management. In the early industrial revolution, there existed a union known as the Knights of Labor. It was one of the successful bargaining teams that helped employees reach their goals. It however, hosted several members. One unique thing about this union is that it covered several workers from several industries. By doing so, it had enough power to push for reasonable proposals. These fields went across. It is through collective bargaining that this is made possible. Therefore, it is necessary to understand what it entails and how it is done. First, collective bargaining is a procedure that involves the management and the union. These two parties come together to negotiate reasonable conditions affecting both the company and the workers. Some of the conditions include pay rise or reasonable wages, good working conditions and the working hours.
Under reviewing the expiring contract, the unions have to look into several issues. This involves the input of the government and that of other parties such as suppliers. Proficient contract administration requires convenient anticipating contract expiry. Prior to an agreement lapses (and for the most part in the agreement administration arrange itself for critical acquirements), you require to figure out what approach will acquire the best an incentive for cash: expanding or reestablishing the contract, or re-moving toward the market under another obtainment procedure. You should have the capacity to show that: your choice to expand or restore an agreement will convey an incentive for cash, is upheld by business needs and supply showcase investigation (counting that expanding or restoring the agreement is the best acquirement procedure to convey an incentive for cash), and the supplier(s) execution is agreeable and has met desires. In order exercise a more acceptable contract review and discretion, the unions should have enough information on several fields. For instance, for high esteem contracts guarantee that you have completed tasteful examinations to substantiate request prerequisites, partner fulfillment, provider execution and convey out benchmarking to affirm that evaluating is aggressive. For high hazard contracts, guarantee that you have done attractive examinations to distinguish regardless of whether there have been any progressions to the hazard appraisal for this acquirement; survey dangers of evolving providers; provider execution; partner fulfillment; and investigate the showcase/valuing to affirm whether estimating is still aggressive. Seek direction from upper class administration groups if required (Estreicher, 1).
Unions have to come up with proposals that would be pushed through for negotiations. However, these issues have to be backed up by statistical trends and evidence. Therefore, they have to prepare negotiation data on fair grounds. This entails looking into the goals of the union and its formal mandates. Given the fact that its major role is to care for workers, then it has to see to it that their interests are well catered for. In order to come up with viable negotiation data, then there are several legal contexts that the unions have to consider. One of the legal context involves, the union shop agreement. This states that a union security agreement should include the procedure of a nonmember joining the union. This also mentions that the member would receive the benefits of goods working conditions and job security. The other act, Landrum-Griffin Act, involves the elimination and acts that go against ethics. It advocated for democratic and observation of legal terms. When all these have been considered then coming up with good negotiation data becomes an easy task. Here, the ways of eliminating the negatives of human rights are done away with before anything else is done. This means that it should be kept and maintained. Such procedures and Acts take time and much contributions to come up with. This is why this particular should be maintained (Ji, 360).
Lastly, identification of union probable demands is a section that has a lot of weight in this section. First, the unions have to identify their formal mandates and the order in which they are urgent. Failure to do so, the body may end up not taking up the right responsibility. Therefore, it is to workers’ best interest that the union identifies the demands and objectives. For instance, the union is able to push for other objectives outside the main mandate, which maybe business-oriented. Here, the body is able to channel the membership funds to other projects that would see to it that the dividends rise over time. Labor relations unions have the only and important mandate of negotiating for better working conditions and good pay. A union places this obligation and a second preference is doomed to fail in as far as its sole responsibility is concerned. From a union’s point of view, the locals and the manufacturing are both at better position of reaching an agreement. The locals, being smaller unions that govern a smaller geographic region, have a low chance of reaching the expected goals. For this reason, it would be wise if locals are done away with so that larger unions take over.
In conclusion, the union case depends on several factors that might seem so trivial yet important. First, negotiation objectives and the management team has to be considered. Here, the union has to set objectives and terms of negotiations that would see them successful in their formal mandate. The teams have to employ the collective bargaining process whereby the management and workers negotiate for terms and conditions of employment. This process can be understood in the context of negotiations. Here, both management and the union come together and talk about terns of the employment, most of which affect the operations of the workers. The article therefore has analyzed the agreement between the general manufacturing and local. Other stages like reviewing the expiring contract, the government and other proficient suppliers have considered the importance of the matter. As a result, they have managed to push for several goals of the union and its formal mandates. Given the fact that its major role is to care for workers, then it has to see to it that their interests are well catered for. In order to come up with viable negotiation data, then there are several legal contexts that the unions have to consider. These have been seen in looked into.
Trotter, Richard. “Protected Concerted Activity Under Section 7 of the National Labor Relations Act: A New Frontier for Non-Union Employees to Organize to Improve Terms of Employment Without a Union.” Journal of Management Policy and Practice 16.1 (2015): 54.
Estreicher, Samuel. “The Paradox of Federal Sector Labor Relations: Voluntary Unionism Without Collective Bargaining Over Wages and Employee Benefits.” (2015).
Ji, Minsun. “Revolution or Reform? Union-Worker Cooperative Relations in the United States and Korea.” Labor Studies Journal 41.4 (2016): 355-376.